Vancouver-based A-grade University

Overview of Vancouver's Top Ranked University

Attracting and retaining top faculty and staff was crucial for a prestigious university consistently ranked among the nation's best. However, their traditional interview process faced critical roadblocks. Scheduling conflicts between geographically dispersed candidates and faculty created delays. Travel expenses for on-campus interviews burdened the budget and limited the applicant pool. Moreover, the time commitment for in-person interviews strained valuable faculty resources.

The university recognized the need for a transformative solution to optimize its recruitment strategy. They sought a partner with a proven track record of delivering in high-pressure environments, possessing a deep understanding of the user experience, and boasting a multi- disciplinary team adept at integrating cutting-edge technology. This quest led them to our firm, a leading innovator in the digital transformation landscape.

Challenges They Faced

The client, a highly regarded university with offices across North America and Eastern Europe, faced a significant challenge: efficiently screening a massive influx of job applications. Their hiring process involved interns, recent graduates, and experienced professionals, resulting in over 17,000 applications per cycle across various locations.

While the client already utilized a popular video interviewing platform, its functionality proved inadequate for their needs. The existing system created bottlenecks for both the internal talent acquisition team and the candidate pool. Specific issues included:

• Scheduling complexities: Coordinating the availability of geographically dispersed faculty search committees, potential candidates, and current staff for in-person interviews proved to be a logistical nightmare. This often led to delays and frustration for all parties involved.
• Travel expenses: For geographically dispersed candidates, travel costs associated with on- campus interviews were a significant barrier to entry. This limited the applicant pool to primarily local talent, hindering the university's ability to attract top researchers from across the country.
• Time commitment: Conducting traditional interview sessions required a substantial time investment from faculty and staff, often for candidates who might not ultimately be a good fit. This valuable time could be better spent on core academic and research activities.

Objectives They Set

The client was up for revolutionizing their hiring method after experiencing a significant set of hindrances in their faculty recruitment process. Traditional on-campus interviews presented several challenges:

• Enhance Scheduling Flexibility: The Client aimed to implement a system that would allow for more flexibility in scheduling interviews, eliminating the need to synchronize the availability of multiple individuals
• Expand Talent Pool: A critical objective was to remove geographical limitations on the candidate pool. The university sought a solution that would attract top faculty talent from across the nation.
• Optimize Staff Time: The Client needed a system that would streamline the initial screening process, allowing faculty and staff to dedicate their time to in-depth interviews with the most promising candidates.

The Solution: Jobma

The university made a wise decision to join Jobma which came with a suite of virtual interviewing solutions. Jobma implemented a solution that addressed the university's specific needs. Here's how Jobma streamlined their recruitment process:

End Results

Jobma's one-way video interview solution transformed the recruitment process. The university experienced a significant increase in efficiency, allowing it to screen a larger pool of qualified candidates in less time.

The broader talent pool and improved candidate experience resulted in a higher quality of hires. Additionally, Jobma's platform helped to mitigate unconscious bias, leading to a more diverse and qualified workforce.